Whistleblower Policy

General

It is the intent of the Association for Slavic, East European, and Eurasian Studies (ASEEES) to adhere to all laws and regulations that apply to the organization, and the underlying purpose of this policy is to support the organization’s goal of legal compliance. ASEEES requires its employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of the Association, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations. An employee is protected from retaliation if the employee in good faith brings the alleged illegal or dishonest activity, policy, or practice to the attention of ASEEES and provides the ASEEES with a reasonable opportunity to investigate and correct the alleged illegal or dishonest activity. The protection described below is only available to employees that comply with this requirement.

Reporting

If any employee reasonably believes that some policy, practice, or activity of the Association is illegal or dishonest, a written complaint must be filed by that person with the Executive Director or the Board President. However, if an employee is not comfortable contacting the Executive Director or the President, or if he or she is not satisfied with the response, he or she is encouraged to contact someone in the UCIS administration or the Human Resources Department at the University of Pittsburgh, or call the AlertLine (1-866-858-4456). All reports to the University of Pittsburgh are turned over to the appropriate University entity for follow-up, investigation, and resolution.

No Retaliation

ASEEES will not retaliate against an employee who in good faith has made a protest or raised a complaint against some practice of ASEEES, or of another individual or entity with whom ASEEES has a business relationship, on the basis of a reasonable belief that the practice is illegal or dishonest. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment. This Whistleblower Policy is intended to encourage and enable employees to raise serious concerns within the Association prior to seeking resolution outside the Association.

Acting in Good Faith

Anyone filing a complaint concerning a violation or suspected violation of law must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. Any allegations that prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious disciplinary offense.

Confidentiality

Violations or suspected violations may be submitted on a confidential basis by the complainant. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.